Please write a discussion post reply of 450 words to the following post. Must ha

Please write a discussion post reply of 450 words to the following post. Must ha

Please write a discussion post reply of 450 words to the following post. Must have at least 2 scholarly peer-reviewed sources using APA format. Sources must be within the last 5 years. Must include one biblical integration that is NOT to be listed as a resource.
Original post instructions are listed here:
What factors do you see as critical to implementing and sustaining a culture of quality?
Post you will reply to is here:
Healthcare is a complex and ever-changing environment. Advancements in medical knowledge, changing demographics, technological advances, and regulatory and policy changes demand continual adjustments to healthcare delivery. Quality improvement (QI) and evidence-based practice (EBP) initiatives “Produce a system whereby internal evidence of patient-based results or outcomes is used to systematically and continually improve health services and, ultimately, the health status or health outcomes of targeted patient groups” (Melnyk & Fineout-Overholt, 2019, p. 294). Healthcare managers are critical to continually improving processes and outcomes in their organizations. Healthcare managers implement and sustain a culture of quality in healthcare by utilizing quality improvement initiatives and evidence-based practice.
Leadership Commitment
Effective leadership is one of the most critical aspects of sustaining a quality culture within a healthcare organization. The complex nature of healthcare requires relationship-based leadership models to create an environment where individuals are supported and recognized for their work and achievements toward delivering quality care (Melnyk & Fineout-Overholt, 2019).
For example, innovative leaders are creative individuals who can create an environment where a culture of innovation is fostered. These leaders are willing to challenge the status quo and have a forward-thinking mindset. Innovative leadership was significant during the COVID-19 pandemic, as the virus required a manager capable of adapting to novel situations (Crain et al., 2021). Innovative leaders radically and rapidly revamped many healthcare policies, procedures, and protocols to adapt to the crisis. These leaders effectively communicated their vision for innovative policies and empowered their healthcare personnel to implement novel plans.
Transformational leaders serve as role models, can provide a vision, and can motivate and inspire others (Melnyk & Fineout-Overholt, 2019). Transformational leadership has been shown to empower staff, encourage teamwork, and reduce work-related stress, contributing to high-quality patient care (Wu et al., 2020).
Servant leadership relies on trust, empathy, caring, and focus on others. These leadership behaviors promote relationships with individuals in the organization, promoting growth and achieving influence. 1 Peter 5:2-3 states, “Feed the flock of God which is among you, taking the oversight thereof, not by constraint, but willingly; not for filthy lucre, but of a ready mind; Neither as being lords over God’s heritage, but being ensamples to the flock” (King James Bible, 1769/2008). This verse emphasizes serving others as leaders, which is the premise of servant leadership. We should be shepherds of God’s flock under our care, watching over them and serving as examples to them to promote a culture of quality.
Authentic leaders demonstrate self-awareness, are confident, hopeful, optimistic, and of high moral character (Melnyk & Fineout-Overholt, 2019). These leaders build trust and a healthy work environment to promote quality of care.
Education and Skill Development
To maintain a culture of quality in healthcare, healthcare managers must provide materials and courses promoting quality improvement, initiatives, and evidence-based practice. For example, competencies and orientation programs should include EBP and QI programming and goals.
Budget for Resources
Resources must be effectively allocated to support quality improvement efforts and evidence-based practice. Staff, technology, and supplies must be adequate to promote quality care, regulatory compliance, and continual learning. For example, library support services are recommended for staff to access clinical databases that ensure evidence-based practice (Melnyk & Fineout-Overholt, 2019).
Job Descriiption and Performance Evaluation Tools
All staff job descriiptions should include specific competencies for quality improvement and evidence-based practice. Staff performance appraisal should also include tools that assess these measures. Mission and value statements should also emphasize quality improvement and EBP initiatives (Melnyk & Fineout-Overholt, 2019).
Develop a Mentoring Infrastructure
In order to promote quality, individuals need to be hired with solid knowledge and expertise in quality improvement and EBP. For example, a dedicated, knowledgeable EBP leader and mentor can promote and support the EBP vision within the organization (Melnyk & Fineout-Overholt, 2019).
Establish leader Accountability
Job descriiptions and performance appraisals of leadership should be established to ensure QI and EBP initiative compliance to promote quality care. Specific quality measures should be examined for specific quality indicators for healthcare managers to maintain continual quality improvement and EBP programs (Melnyk & Fineout-Overholt, 2019).
In conclusion, to sustain a culture of quality, specific leadership qualities are best suited for this environment. A culture of improvement must be established and fostered with continuous quality improvement, methodologies, and EBP competencies in place. Staff should be provided the tools and resources to “buy into” a culture of quality and achieve competencies in QI and EBP continuously.

References
Crain, M. A., Bush, A. L., Hayanga, H., Boyle, A., Unger, M., Ellison, M., & Ellison, P. (2021). Healthcare leadership in the COVID-19 pandemic: From innovative preparation to evolutionary transformation. Journal of Healthcare Leadership, pp. 13, 199–207. https://doi.org/10.2147/JHL.S319829Links to an external site.
King James Bible. (2008). Oxford University Press. (Original work published 1769)
Melnyk, B., & Fineout-Overholt, E. (2019). Evidence-based practice in Nursing & Healthcare: A guide to best practice. Wolters Kluwer.
Wu, X., Hayter, M., Lee, A. J., Yuan, Y., Li, S., Bi, Y., Zhang, L., Cao, C., Gong, W., & Zhang, Y. (2020). A positive spiritual climate supports transformational leadership as means to reduce nursing burnout and intent to leave. Journal of Nursing Management, 28(4), 804–813. https://doi.org/10.1111/jonm.12994Links to an external site.

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